1

A Project Study Report On

Employee Satisfaction

in Education Industry

Submitted in partial fulfillment for the Award of degree of Master of Business Administration

Submitted By: VIJAYLAXMI SHEKHAWAT MBA Part IV

Submitted To:Ms. Kavita Gidwani Asstt Prof.

2009 - 2011 ST. WILFREDS INSTITUTE OF MANAGEMENT & TECHNOLOGY, JAIPUR

Preface

Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect your bottom line, as temps, recruitment and retraining take their toll. But few practices (in fact, few organizations) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them. Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient Satisfaction.1 Family physicians who can create work environments that attract, motivate and retain hard-working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost-efficiency. What's more, physicians may even discover that by creating a positive workplace for their employees, Theyve increased their own job satisfaction as well.

Job satisfaction is one of the important factors which have drawn attention of managers in the organization as well as academicians. Various studies have been conducted to find out the factors which determine job satisfaction and the way it influences productivity in the organization. Though there is no conclusive evidence that job satisfaction affects productivity directly because productivity depends on so many variables, it is still a prime concern for managers. Job satisfaction is the mental feeling of favorableness which an individual has about his job. DuBrins has defined job satisfaction in terms of pleasure and contentment when he says that: Job satisfaction is the amount of pleasure or contentment associated with a job. If you like your job intensely, you will experience high job satisfaction. If dislike your job intensely, you will experience job dissatisfaction.

Acknowledgement

I express my sincere thanks to my project guide, Ms. Kavita Gidwani, Asstt. Prof, of MBA Department, for guiding me right forms the inception till the successful completion of the project. I sincerely acknowledge her for extending their valuable guidance, support for literature, critical reviews of project and the report and above all the moral support she had provided to me with all stages of this project.

I would also like to thank the Dr. Madhu Srivastava, Director and other staff members of MBA Department, for their help and cooperation throughout our project.

Vijaylaxmi Shekhawat

INDEX

Sr. No. 1.

Particulars

Page No.

INTRODUCTION

5-29

2.

INDUSTRY PROFILE

30-50

3.

RESEARCH METHODOLOGY

51-53

4.

DATA ANALYSIS & INTERPRETATION

54-59

5.

FINDINGS & SUGGESTIONS

60-62

6.

CONCLUSION

63

7.

BIBLIOGRAPHY

64

Chapter 1 INTRODUCTION

Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement. To measure employee satisfaction, many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Both of these tactics have pros and cons, and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale. Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working relationship of the employees in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success. Of course, few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously affect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers

cannot improve their overall environment, a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount. If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. Basic considerations like these can improve employee satisfaction, as workers will feel well cared for by their employers. The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale. How to improve employee satisfaction? Factors that can improve employee satisfaction: Organization development Shared mission or vision: In many organizations, employee doesnt know what is mission, vision, objects. Building a corporate culture that requires employees to be an integral part of the organization can be an effective way of getting the most from the talents or competencies brought to the organization by each employee. Feedback programs: These programs will help organization what is opinions of their employees. Work itself You can increase job satisfaction by Job rotation

Job enlargement: knowledge enlargement, task enlargement. Job enrichment Compensation and benefits Policies of compensation and benefits are most important part of organization. But you should build your policies at suitability not the best. Appraisal program You should build the proper evaluation and fair and encourage employees perform work. Relationship with supervisors Relationship with management is the key factor often happen dissatisfaction of employees. The company should have policies to: Management must be fair treated with staff. Ready to help them. Full training for staff Ready to listen and respond to employee. Promotions and career development Develop programs to promote all titles in the organization. Develop training programs for employees Build programs for career development of each title. Build corporate culture Build channel of communication in organization

Relationship with coworkers Build sharing culture. Working condition and environment Build occupational health and safety program. Improvement programs of employee satisfaction HR department must have the monitoring methods for improvement programs of employee satisfaction. Many organizations just do appraisal of employee satisfaction but not pay attention to role of monitoring. Build solutions to improve satisfaction Training all level of management about the importance of satisfaction and methods to increase satisfaction.

Employees by them self Hiring the right employees: Clearly defined and communicated employee expectations. Process of improvement Identification of method used: You should identify methods that can be implemented to improve the assessment satisfaction of employees. Determining the level of satisfying the question Example rating scale of relation with supervisors is 2.2/5. And you intend to implement 2 solutions and the expectation scale is 4/5.

Determining the increasing rate of each method. You get a new level satisfy subtract satisfying old level, in example above is 4 2.2 = 1.8. Total of the increasing scale is 8 for example. Methods to improve factor: relation with supervisors accounting for (1.8 / 100 = 22.5%.) 2.4 Method options. Depending on the desire to resolve issues of the business. Depending contain any mn levels need to resolve. Depending on the resources of the business. Mainly resources can improve satisfaction of employees is money, time, workforce of management, management methods. You can change the resources at many different levels to consider the rate of change as part of the 2.3. Employee satisfaction index 1. Definition of employee satisfaction index (ESI) Employee satisfaction index is a index to measure satisfaction of employee in an organization. 2. How to calculate ESI? There is a five-point scale in the questionnaire or survey from employee responses. They are Strongly Agree, Agree, Undecided, Disagree, Strongly Disagree.

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You should remark number attached, include strongly agree (5) to strongly disagree (1). Then, total number of questions with answers against each response is calculated (5, 4, 3, 2, 1). Identify total point of each response. Identify total number of questions answered ESI = ( total point / total question ) * 100. 3. Analyze employee satisfaction index You can identify ESI by company, department, fieldand then, you can use 80/20 principle or Pateto tool to analyze employee satisfaction. Importance of employee satisfaction 1. Importance of employee satisfaction for organization Enhance employee retention. Increase productivity. Increase customer satisfaction Reduce turnover, recruiting, and training costs. Enhance customer satisfaction and loyalty. More energetic employees. Improve teamwork. Higher quality products and/or services due to more competent, energized employees. 2. Importance of employee satisfaction for employee Employ will believe that the organization will be satisfying in the long run.

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They will care about the quality of their work. They will create and deliver superior value to the customer. They are more committed to the organization. Their works are more productive. Factors influences to employee satisfaction 1. Organization development factors Brand of organization in business field and comparison with leading competitor. Missions and Vision of organization. Potential development of organization.

2. Policies of compensation and benefits factors Wage and salary Benefits Rewards and penalties

3. Promotions and career development factors Opportunities for promotion. Training program participated or will do. Capacity of career development

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4. Work task factors Quantity of task Difficult level of task 5. Relationship with supervisor factors Level of coaching Level of assignment for employee Treatment to employee etc

6. Working conditions and environment factors Tools and equipment working methods Working environment

7. Corporate culture factors Relationship with coworkers Level of sharing etc

8. Competencies, Personalities and Expectations of employee factors Competencies and personalities of employee are suitable for job? Expectations of employee are suitable for policies of organization?

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Procedure of employee satisfaction STANDARD OPERATING PROCEDURE (SOP) FOR EMPLOYEE SATISFACTION 1. Purpose of procedure of employee satisfaction: Develop or change the policy for satisfaction of employees. Knowledge, satisfaction and expectations need to be measured in order to develop company prepared for tomorrow. To derive and analyze the current satisfaction level of the employees in the company. Assessment of the management developmental needs and areas of improvement. Assessment of level of progress in performance improvement and overall companys climate.

2. Policies of employee satisfaction: The employee satisfaction survey is carried one time per 3 months. The sample size for the survey is about 40% of the total / target population. The total / target population for the employee satisfaction survey includes the complete employee strength at the company. 3. Steps of implementing employee satisfaction: Step 1 Employee satisfaction study / research.

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Each quarter, HR Manager reviews the information needed to determine the satisfaction of employees based on the following basis. Information and results of the survey times before. Comments by company directors. Proposal by HR staff and Department managers. Other contents in the purpose of this process.

Step 2 Develop evaluation plan: Pursuant to the need to evaluate, HR Manager create a draft of content assessed in the form and attached this procedure. HR manager also discuss with other manager about content, method assessed. Then the draft must be sent to director for approval. Methods of appraisal also indicate clearly. You also use employee satisfaction survey software for appraisal. Step 3 Transfer form to employees: Pursuant to the plan was approved by Director, HR manager deployed to HR staff do the following: Photo sufficient number of survey. Preparing small envelope enough based on number of survey. Preparing large envelope by department. Deployment to Manager / Supervisors about survey plan.

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Move the survey to department heads. Each employee will be received 01 form attached with an envelope. When employees complete the assessment, they must be closed envelope by pasting on it, send to the department head. Head of department is responsible for collecting envelope and then send to HR department. Step 4 Gather and analyze data: Next time 3-5 days from the date of distributing survey, HR department is responsible for collecting survey and send it to director. Based on the opinions of staff, Director of the company will assign people to enter and analyze data. Analysts are responsible to analyze survey data and preparation of reports. Presentation of results to directors, department managers. Communication of the results to employees through employees meeting, Company newsletters, memoranda and feedback meetings conducted by trained leaders to clarify and identify issues. Development of plans by department managers to respond to issues identified in feedback sessions. Step 5 Implement improvement. HR department is responsible for implementing improvement solutions, supervising result and reporting result to director. 3. Deployment of procedure: This document was distributed to Board of Directors, all departments. Head of personnel is responsible for guiding the staff of this document (requires employees to sign).

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The guidelines for staff to be in the minutes of instructions and procedures and training on latest 1 week from the date of receiving the document.

How to maintain employee satisfaction? You should remember that achieving results were difficult but keeping the results are more difficult To maintain employee satisfaction, you can use 2 solutions as follows: 1. Determining suitable frequency of appraisal Appraisal frequency should be at least 3 or 6 months / time. This help you regularly review satisfaction trends of employees. For some department, you should increase appraisal frequency for them because of lack of management skills or unsuitable personalities. Many organizations only perform appraisal satisfaction of employees 1 time per year, simply by applying the standard management rather than the needs of the organization. This is a very long time because the dissatisfaction of employees can occur at any time. 2. Implementation of feedback program regularly You can not assess satisfaction of employees every month because it is very time-consuming. So how you know the opinions of employees? You can implement the program on the response of employees monthly or suddenly when a problem happened. The feedback of the staff are their comments, attitudes about problems that will occur or has occurred. The feedback can conduct independent or attached to the assessment of the work month

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How to measure employee satisfaction? We can conduct a employee satisfaction survey by methods as follows: 1. Job Descriptive Index (JDI) Job Descriptive Index is a scale used to measure five major factors associated with job satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers. The JDI was first introduced in 1969 and since then has been used by over 1,000 organizations in many sectors. 2. Job In General Scale (JIG) Job In General Scale is a method of employee satisfaction and developed as a global measure of job satisfaction. JIG is similar to JDI, it introduced 1969 by Smith, Kendall, & Hulin, was modified in 1985 by the JDI Research Group. 3. Minnesota Satisfaction Questionnaire (MSQ) The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an employees satisfaction with their particular job. Method includes 100 items measuring 20 facets of job satisfaction. There are three version are available: two long forms (1977 version and 1967 version) and a short form. 4. Satisfied / dissatisfied method In this method, you just send a question form that include: What is good thing in our company? What is not good one in our company? This method is suitable for emergency events and you need result in a short time.

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5. Interview method This method is used for: Review all data collected from other method. Review key person.

Whether the employee stays or goes, the employer is bound to suffer a financial loss of some type. This is because "Disgruntled" costs money. If he or she leaves, there is the cost of advertising, interviewing and training a new employee in addition to the training already invested in "Disgruntled." If he or she stays, the costs, while just as high, can be more difficult to measure. One of the costs can be lost productivity due to poor morale on the part of both the "Disgruntled Employee of the Month," and the employees who must work with "Disgruntled" on a daily basis. Also, statistically speaking, "Disgruntled" probably also has a higher rate of absenteeism and onthe-job injuries than other employees. All of these factors make "Disgruntled" an underperforming asset compared to more satisfied employees. There is currently a wealth of information available outlining the results of research on positive employee motivation and retention strategies. A quick surf on the Net pulls up a myriad of research on topics such as "Managing Human Capital." And new books, such as The ROI of Human Capital and The HR Score Card, are selling even before they hit the bookstores. When I read this literature, however, I find several recurring themes on the types of management programs that build corporate value. These commonalties are: 1. Shared Mission or Vision: Organizations that have a mission or vision statement and use it as a guide for decision-making find employees spend less time and resources on non-incomeproducing activities when their people management strategies are aligned to the mission. A team guided by a clearly stated and communicated mission is more cost-effective and competitive than one where the mission is fuzzy or nonexistent. 2. Regular Employee Input and Feedback Programs: Building a corporate culture that requires employees to be an integral part of the organization can be an effective way of getting the most

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from the talents or competencies brought to the organization by each employee. Allowing employees at all levels of the organization to share their ideas and concerns will also help the company develop and maintain a safer and more productive work environment. Knowing employees' feelings for, and levels of commitment to, the organization can be essential to measuring whether people management programs are producing the desired results. 3. Clearly Defined and Communicated job Expectations: When an organization makes the decision to fill a new position, it has an idea of what will be expected of the new employee. However, unless these expectations are clearly communicated, the result can be disappointing for both the employee and employer. Such situations cause conflict and inefficiencies in the workplace. Therefore, it is very important that the employer establish a mechanism for making sure the needs of the organization are clearly communicated and understood. 4. Regular and Fair Performance Feedback: Research has found that most employees in today's economy want to believe that they contribute to the overall success of the organization. However, if the employee is not sure how his or her job fits into the bigger picture, an employer may suffer a reduction in productivity or morale. A well-designed, consistently-applied and fair system for discussing the business goals, objectives and individual employee contributions can be a valuable tool in ensuring each employee becomes and remains an integral part of the organization's team. 5. Compensation, Benefits and Rewards Programs that are Aligned With Mission Accomplishment: There is no way to overstate the importance of developing properly aligned compensation, benefits and rewards programs. Employees emulate behavior that they see being rewarded. When employees see executive and management employees being rewarded for behavior or work product that does not support the stated mission and/or vision of the organization, they may become disgruntled. These employees will either change their own behavior to mirror the rewarded behavior or become disgruntled with the lack of recognition they receive for "towing the line." Consequently, the work group loses its mission alignment. 6. Promotion of a Diversified Work Force: Diversity in today's global market is much different than the old Affirmative Action Plan that characteristically sits on the shelf in a binder and gathers dust. A truly diverse work environment not only welcomes but also encourages employees of different cultures and backgrounds. Such work environments promote the sharing of new ideas, diverse points of view and employees who challenge "the way we do things here."

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7. Hiring the Right Employees: No, this is not a contradiction to the statements made in the previous section. It actually is a compliment to diversity. Mission and vision are guiding principles for employees as to why the organization exists, what services it provides and how it operates. Corporate culture flows from the mission and vision. Hiring the right people means not only finding employees with the necessary knowledge, skills and abilities but also those who will be productive members of the organizational work team. Bringing in an employee who does not understand or support the shared mission and goals can be very disruptive and costly to the organization. 8. Comprehensive Employee Orientation and Integration Programs: Once an organization has developed a clear mission, defined its expectations, developed and implemented appropriate feedback and rewards programs and hired the right people, it is important to make sure that all employees have the information and tools necessary to transition smoothly into the work environment. Well-developed employee orientation and integration programs help both new and current employees work together to form a productive and satisfying work environment. Organizations that lack such programs can find that it loses many new employees who just "never got off to the right start." 9. Strong Commitment to Training and Development Programs: One of the most important benefits offered by many employers is employee personal development. Employers that invest in personal development programs that encourage employees to update skills and expand their knowledge base can directly contribute to bottom line profitability. This is because the organization will remain competitive and be able to adapt to market changes quickly, with little interruption in daily operations. So, what does this all mean to the owners, beneficiaries or constituencies served by the organization? Richard Rudman, in his article entitled "People Management and the Bottom Line," found that research examining organizational productivity issues reached the following conclusions: * Job satisfaction and organizational commitment respectively explained 5 percent and 16 percent of variation in productivity while supervisory support, autonomy, training and concern for employee welfare accounted for 10 percent of variation in profitability.

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* Strategy accounted for less than 3 percent of the variation in profitability and research and development accounted for 8 percent of the variation in profitability. The bottom line was that approximately 29 percent of the variation in productivity over a 3- or 4year period could be attributed to how employers managed their human assets. In summary, concern for employee welfare was identified as the single most-important predictor of organizational performance. Measuring Employee Satisfaction In the traditional depiction of a Balanced Scorecard strategy map, the four perspectives are stacked up on top of each other: learning & growth at the bottom and financial at the top. Sometimes, people think this implies that employees are the least important perspective but a better interpretation is that employees are the foundation of a successful organization. If employees dont understand your mission and dont have the correct skills to achieve it, youre highly unlikely to be successful. This shouldnt be surprising. Many studies have shown the linkage between employee satisfaction and increased performance on customer and financial objectives. The University of Sheffield in the UK conducted a research study designed to help explain the difference in profitability between manufacturing companies. It found that people management practices were better predictors of company performance than strategy, technology or research and development. Employee satisfaction isnt just important; its critical. Some organizations have even managed to quantify the relationship. In 1997 a Fortune Magazine article reported that Sears conducted an 820-store survey to determine the impact of employee attitude on the bottom line. Analysis of the results by Claes Fornell International Group, an organization made up of econometric statisticians at the University of Michigan, showed that a 5point improvement in employees attitudes yielded a 1.3-point improvement in customer satisfaction, which in turn improved revenue by 0.5%. Happier employees led directly to higher profits. Because employee satisfaction is a good indication of future success, it should almost always be one of the key performance indicators on your scorecard. As with my cautions around measuring

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customer satisfaction in an earlier post. If you want to know if employees are happy, its best to ask them. However, be careful with the questions that get used on many employee satisfaction surveys. Many years ago, the HR department in the company worked for sent out a single-question survey that asked how satisfied we were with our jobs on a scale of 0 to 4, with 4 being the highest. When the results came back, my department had the lowest average score (2.6) of any group in the company. The HR VP solemnly explained that my group was in danger of mass exodus and that my annual bonus was going to be negatively affected. In order to execute well-informed business decisions, managers need more than a ledger of numbers to understand what is really taking place on the front line. The employees who work day to day with the customers can provide invaluable feedback drawn upon first-hand experience. Encouraging bidirectional communications in this matter can create an organizational culture that breaks down silos and fosters teamwork between management and their staff.

This type of employee-centric culture has an effect that extends beyond the internal sphere of an organization it can actually affect a companys bottom line with a direct and noticeable impact on profits. Take, for instance, the average annual turnover rate in the United States. Depending on the industry, this can range from 15-40%. With that in mind, consider also that it costs 10 times more to hire and train a new employee than it does to retain one. Furthermore, extensive research has shown that motivated and satisfied employees tend to contribute more in terms of organizational productivity and maintaining a commitment to customer satisfaction. Satisfaction is infectious and it indeed permeates across the employeecustomer boundary, where revenue and brand image are continuously at stake. This whitepaper will demonstrate the significance of employee feedback and how companies can successfully implement a program to positively impact both organizational culture and ultimately bottom line profits.

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Why employee feedback matters ? Feedback plays a critical role in helping an organization increase employee retention. Creating and implementing a feedback process that encourages employees to engage in continued dialogue creates a common voice for the employees. This shared voice can help negate an employees perception of being an interchangeable part and emphasizes his or her role as a vital component of a collective body that has a say in shaping the organization.

Organizations that perform regular online employee satisfaction surveys and then take action on that feedback take this a step further by promoting a true sense of influence to go with the shared voice. This sense of influence can be a very critical element to nurturing employee satisfaction. When the employees believe that they have a voice that carries influence, it deepens their commitment to the organization and encourages a continuous, positive dialogue. This dialogue ensures that even when issues arise, the impact on employee satisfaction is dramatically reduced because the employees sense that their feelings and needs are being heard and therefore considered.

Assuming employee satisfaction is a dangerous management pitfall; without opening channels for feedback, one can never be certain about employee sentiments. To attain an accurate pulse of employee morale levels and other important dimensions of job satisfaction, surveys must be used tactically and appropriately. This means using anonymous surveys to protect those providing feedback from any type of reciprocity or negative action.

By doing so, you are able to elicit the most honest and considerate feedback possible; it is important to receive organizational buy-in at all levels in order to promote a culture of utilizing the anonymous drop-box to ensure that everyones voice is heard in all the decisions being made by management.

Keeping in mind that a companys most valuable resource (in terms of money and time invested) is the employee, it is alarming that across America, fewer than half of workers surveyed state they

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are satisfied with their jobs. Furthermore, the statistics show that a very significant percentage of employees want to change careers or feel lackluster toward their current jobs.

With this in mind, it should be a companys first priority to accurately gauge the true sentiment of the employee body so that strategic and tactical changes can be put into motion as to promote employee satisfaction. Employee satisfaction, in turn, translates directly into added value in terms of performance, customer relations, and profitability.

Many companies can provide a range of services to assist with the implementation of a customer satisfaction program. Choosing the right supplier is crucial to ensuring that such an initiative is carried out with business value objectives in primary focus.

The right supplier should not only provide the technology, but they should also have a keen understanding of HR-specific processes and solutions.A quality internal survey solution should be able to streamline the integration of many of the aforementioned best practices into your current business processes.

`` An actual database of employee knowledge that dynamically serves as a central repository for all your employee information (survey history, performance history, etc.)

`` Anonymous surveying capability to protect employees from any fear of repercussion from management and coworkers

`` Real-time email alerts to address critical employee complaints immediately.

``Question scoring to use variable weighting on different dimensions of employee satisfaction

`` An easy-to-use interface with a manageable learning curve

`` Pre-survey consultation with real consultants and survey experts not just software that will ensure your deployment is on the right track.

25 Improving Job Satisfaction:

Job satisfaction plays significant role in the organization. Therefore, managers should take concrete steps to improve the level of job satisfaction. These steps may be in the form of job redesigning to make the job more interesting and challenging, improving quality of work life, linking rewards with performance, and improving overall organizational climate. As part of a larger project whose goal was to create an employee-driven, survey-improvement process six factors that influenced job satisfaction. When these six factors were high, job satisfaction was high. When the six factors were low, job satisfaction was low. These factors are similar to what we have found in other organizations.

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Opportunity:

Employees are more satisfied when they have challenging opportunities at work. This includes chances to participate in interesting projects, jobs with a satisfying degree of challenge and opportunities for increased responsibility. Important: this is not simply "promotional opportunity." As organizations have become flatter, Promotions can be rare. People have found challenge through projects; team Leadership, special assignments-as well as promotions.

Actions:
y y y

Promote from within when possible. Reward promising employees with roles on interesting projects. Divide jobs into levels of increasing leadership and responsibility. It may be possible to create job titles that demonstrate increasing levels of expertise,

which are not limited by availability of positions. They simply demonstrate achievement Stress. When negative stress is continuously high, job satisfaction is low. Jobs are more stressful if they interfere with employees' personal lives or are a continuing source of worry or concern. Actions:
y

Promote a balance of work and personal lives. Make sure that senior managers model this behavior.

y y y

Distribute work evenly (fairly) within work teams. Review work procedures to remove unnecessary "red tape" or bureaucracy. Manage the number of interruptions employees have to endure while trying to do their jobs.

Some organizations utilize exercise or "fun" breaks at work.

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Leadership. Employees are more satisfied when their managers are good leaders. This includes motivating employees to do a good job, striving for excellence or just taking action. Actions:
y

Make sure your managers are well trained. Leadership combines attitudes and behavior. It can be learned.

People respond to managers that they can trust and who inspire them to achieve meaningful goals.

Work Standards. Employees are more satisfied when their entire workgroup takes pride in the quality of its work. Actions:
y

Encourage communication between employees and customers. Quality gains importance when employees see its impact on customers.

Develop meaningful measures of quality. Celebrate achievements in quality.

Trap: be cautious of slick, "packaged" campaigns that are perceived as superficial and patronizing.

Fair Rewards. Employees are more satisfied when they feel they are rewarded fairly for the work they do. Consider employee responsibilities, the effort they have put forth, the work they have done well and the demands of their jobs.

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Actions:
y y y y

Make sure rewards are for genuine contributions to the organization. Be consistent in your reward policies. If your wages are competitive, make sure employees know this. Rewards can include a variety of benefits and perks other than money.

As an added benefit, employees who are rewarded fairly, experience less stress.

Adequate Authority. Employees are more satisfied when they have adequate freedom and authority to do their jobs.

Actions: When reasonable:

y y y

Let employees make decisions. Allow employees to have input on decisions that will affect them. Establish work goals but let employees determine how they will achieve those goals. Later reviews may identify innovative "best practices."

Ask, "If there were just one or two decisions that you could make, which ones would make the biggest difference in your job?"

Employees with higher job satisfaction:

y y y y y

Believe that the organization will be satisfying in the long run Care about the quality of their work Are more committed to the organization Have higher retention rates, and Are more productive.

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Recognition. Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes don't have to be monumental before they deserve recognition, but your praise should be sincere. If you notice employees doing something well, take the time to acknowledge their good work immediately. Publicly thank them for handling a situation particularly well. Write them a kind note of praise. Or give them a bonus, if appropriate. You may even want to establish a formal recognition program, such as "employee of the month." Advancement. Reward loyalty and performance with advancement. If you do not have an open position to which to promote a valuable employee, consider giving him or her a new title that reflects the level of work, he or she has achieved. When feasible, support employees by allowing them to pursue further education, which will make them more valuable to your practice and more fulfilled professionally.
y

Job satisfaction is good not only for employees but employers, too; it increases productivity and decreases staff turnover.

An organization's policies, if unclear or unfair, can stand in the way of employee satisfaction.

y y

Employees need a reasonable amount of social interaction on the job. Employees also need some degree of personal space, which diffuses tension and improves working conditions.

y y

To begin motivating employees, help them believe that their work is meaningful. To help employees achieve on the job, provide them with ongoing feedback and adequate challenge

y y

When your employees do good work, recognize them for it immediately. To increase an employee's sense of responsibility, do not simply give them more work; give them freedom and authority as well.

You can help employees advance in their professional lives by promoting them, when appropriate, or encouraging continuing education.

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Chapter -2 INDUSTRY PROFILE

Education is the base for economic growth as well as social transformation for any country. Among all the key indicators of socio-economic development like economy's growth rate, literacy rate, birth rate, death rate and infant mortality rate (IMR), the literacy rate of the country is one of the most vital one as the rise and fall of others largely depend upon country's literacy rate. In India, high literacy rate leads to low birth rate as well as low IMR and it also increases life expectancy rate. So, the importance of education industry in India can be understood.

The education system in India is much more improved these days and is one of the leading ones in the world. It is also one of the biggest contributors to the economic growth of the nation. Besides various government initiatives, the role of the private institutions in the development of education industry in India cannot be denied. India's private education market was worth $40 billion in 2008, which is expected to reach $68 billion by the year 2012.

However, there are also some glooming statistics as well. Despite such rising investment in education industry, 40% of country's population is still illiterate. Only 15% of the students can go to next level to reach high school.

The Higher Education

India has world's third largest higher secondary education system with a number of institutions. More and more students are going for higher education these days. The result gets reflected on the number of students enrolling for higher education. The number of institutions is also increasing day by day. India has got following numbers of educational institutions (as on December 31, 2010)

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Institution

Qty (in no.) 25 231 5

Central University State University

Institutions established through State Legislation Deemed University 100 31 1,522

Institutes of National Importance

Degree-granting Engineering College Polytechnic 1,244

Prominent Institutions

There are a number of Indian universities/colleges/institutions that have crafted its name in the world of education through its quality of education and infrastructure. Many of those have won awards. Some of the prominent institutions that have won awards are listed below:

World's Top 200 Universities (Times Higher Education)

* Indian Institute of Technology * Indian Institutes of Management * Jawaharlal Nehru University

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Top 20 Science and Technology Schools in Asia (Asiaweek)

* Indian Institutes of Technology * Birla Institute of Technology and Science

Global MBA Ranking (Financial Times, London)

* Indian School of Business, Hyderabad (15th)

Medical Research and Treatment

* All India Institute of Medical Sciences (AIIMS)

Major Players
* There are a number of major players in the education industry in India.

Educomp Solutions

It is India's one of the fastest growing education solutions company. Educomp offers end-to-end solutions to government as well as private schools. Educomp is currently growing at a great pace. It is expected that the top-line and bottom-line of the company will grow at CAGRs of 76% and 67% respectively from FY2008 to FY2010 (Estimated).

33

Educomp Solutions has got the following features:

* It is the market leader in SmartClass and Instruction and Computing Technologies (ICT) segment. * Well-developed content * Strong Sales Team

Everonn Systems

Everonn Systems is into ViTELS business. It's also a leader in the government schools business. With the growth rate that the company is going through, it is expected that the top-line and bottom-line of the company will grow at CAGRs of 52% and 28% respectively from FY2008 to FY2010 (Estimated).

Following are the features of Everonn Systems:

* A leader in Institutional Education and IT Infrastructure Services (IEIS) business * Focus on content development * Less prone to economic cyclicality * Highly depends on government business

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NIIT Limited

NIIT Limited is the largest training company in India. The top-line and the bottom-line of the company are expected to grow at CAGRs of 21.5% and 36.4% respectively from FY2007 to FY2010 (Estimated).

Features of NIIT Limited:

* Have strategic initiative to shift to a 'Global Talent Development Corporation' * Scalability of new businesses * Strong hold in domestic IT training market in India

IT Training Institutes

IT has brought a major growth in the Indian education industry. It has also given India the much needed visibility and recognition in the global market. The overwhelming success of the Indian software industry has also helped India to build a strong economy. And for all these, the IT training industry played a major role.

The revenue generated by the Indian IT training industry during FY2007 was ` 2,135 crore, comparing to ` 1,453 crore in FY2006. The 46% growth rate in 2007 was much higher than the growth rate of 2006 (14%). Though after the dot com bust, the industry started de-growing at a

35

CAGR of about 24% during FY2001-04. The revenue in FY2004 was also less than 45% of the revenue's of FY2001. But the scenario started changing from FY2005 onwards.

Following are the list of leading players in IT training in India.

Company NIIT Aptech

FY2010 Revenues (in crore) 795 190 87 44 23 15 19 18 35

FY2009 Revenues (in crore) 450 121 63 34 15 16 5 4 28

Jetking Infotrain Siemens CMS Computers SQL Star MAAC New Horizon Educomp

Education

Education encompasses teaching and learning specific skills, and also something less tangible but more profound: the imparting of knowledge, positive judgment and well-developed wisdom. Education has as one of its fundamental aspects the imparting of culture from generation to generation (see socialization). Education means to draw out, facilitating realization of selfpotential and latent talents of an individual. It is an application of pedagogy, a body of theoretical and applied research relating to teaching and learning and draws on many disciplines such as

36

psychology, philosophy, computer science, linguistics, neuroscience, sociology and anthropology. Education is not a process of pouring in some knowledge in to an individual. It is a process of acquiring. It is a perfection from the perfection. Education is the manifestation of perfection already existing in man.

The education of an individual human begins at birth and continues throughout life. (Some believe that education begins even before birth, as evidenced by some parents playing music or reading to the baby in the womb in the hope it will influence the childs development.) For some, the struggles and triumphs of daily life provide far more instruction than does formal schooling (thus Mark Twains admonition to "never let school interfere with your education"). Family members may have a profound educational effect often more profound than they realize though family teaching may function very informally. The Indian education industry is poised for growth. This sector is changing rapidly with more private players entering the field. The government is also taking many measures to improve the quality of education in India. This industry is going to achieve its peak as the idea of business via education catches up.

Fifty percent of India's population is the youth. This means that the Indian education sector is huge with a population of 1.13 billion. India has around 367 universities, 18,000 colleges, about half a million teachers, and 11 million pupils. The private education industry is estimated to be between 20,00025,000 crores. There are about 1,500 management institutes, 3,500 engineering institutes, and 1,200 medical colleges in the country.

With an increase in the average Indian household, more money is being kept aside for education purposes. Also, because of the initiatives of the government, more students are enrolling themselves for higher education. This means that more colleges are needed to cater to these students. Also, the demand for education is inflexible; that is, no matter what, the education sector is not going to collapse.

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Primary education is expanding. Many foreign schools are making their presence felt in India. Parents are enrolling their kids into international schools for better education directly from the primary level.

Technology-oriented courses are gaining in popularity due to the rising demand in these industries. The medical industry is also revamping itself. There is a need for more doctors and skilled professionals in this area. Thus, engineering and medical colleges are going to be in demand. The demand for management education is also rising. Many international management institutes are creating ties with Indian colleges or setting up their own centers in India.

Specialized courses, such as aeronautics and biotechnology, are also popular. There is immense scope in India for universities offering specialized courses and research potential. The R&D sector requires more expertise and quality professionals to cater to its design and needs.

Many foreign universities operate via the twinning mode as of now. This essentially means the collaborating institution can offer the curriculum of the other university in its first half. These students thus gain credits, which are transferable to the foreign university. This helps the students choose from an array of subjects and also complete a year in India itself. Thus, these programmes are successful and present a good opportunity for investment.

E-learning and Distance learning programmes are also gaining popularity. Many students and working professionals are taking these courses to get a quality education. The drawing factors for these programmes are the world-class curriculum, comfort, and low costs.

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As many Indians go to foreign shores for quality education, the market for foreign universities is very present in India. The government is also encouraging FDI in this sector to improve the quality of education in the country. 100% FDI is allowed in this sector as long as the rules and regulations are met.

Thus, this sector offers multiple benefits and is becoming a favorable area for investment.
y y

Education Indian educational system is considered to be one of the best in the world, however there is huge gap when compared to the global standards in terms of people being able to think independently and taking up entrepreneurship.

With the educational industry booming in India there is a significant increase in the number of private colleges offering various courses, some of them really do not offer value addition to the students and their future hang in balance.

Presently the educational Industry is USD 50 billion strong and it expected to show an increase of 12% in 2010 and by 2012 it expected to touch USD 80 billion. Universities and colleges in India have grown at a CAGR (Compound Annual Growth Rate) of over 5% and 6% respectively, since independence. The statistics clearly shows that more number of private institutes is going to surface offering various courses. Not only full time educational institutions but various other training centers offering computer education, entrance coaching, career counseling etc.

This is further going to add to the confusions that this generation students are facing. The top creamy layer will make it to the premier institutes like IIT or IIM, the rest of them struggle with their higher studies in tier 2 tier 3 or tier 4 institutes. The challenge of identifying a good institute remains a mystery.

Most of the students will be at their most important cross roads of identify the right institute and the right course. Solving such an enigma is to be tackled by driving more interaction with the experienced professionals from across Industry. More and more professionals are also coming forward to help students because they have gone through tough situations in their career as well as in their education because of lack of proper guidance during their times.

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y

Gyantonic.com offers a unique platform for students to identify the institute of their choice and also share knowledge on various subjects with other students and experienced professionals. Gyantonic is a knowledge network. The Indian educational system has been recognized as one of the best in the world, however our efforts are to facilitate interaction between the students and laterals to enhance their skill sets through mutual interaction and real-time learning experience.

India Education System

Background The formal admission ceremony was known as 'Upanayana'. With the accomplishment of this ceremony the child had to leave his home for the 'ashrama' where he would receive education. It was supposed to be the re-birth of the child and was known as 'Dvijya', which means, "twice born". Sanskrit was the language of teaching. It was supposed to be the language of learned men. The academies of higher learning were known as 'Parisads'. The education system involved of three basic processes, which included 'Sravana', 'Manana' and 'Nidhyasana'. \

In the 'Sravana' stage of education, students received 'shrutis' knowledge, which was passed orally from one generation to another. The second stage was 'Manana' which means that pupils had to think themselves about what they have heard. They have to make their own inferences and assimilate the lesson taught by their teacher into the life. The third stage 'Nidhyasana' means complete comprehension of truth and its use in the life.

In ancient India women were given the equal right to education and teaching. Women seers like 'Gayatri' were prominent participants in educational debates and the proceedings of the 'Parishads'.( Assemblies) It was mainly the Brahmins followed by Kshatriyas that received education at the Gurukuls while the boys from the lower caste learnt their family trade from their fathers.

Few of the most important universities of India in the ancient times were Taxila, Vikramshila and

40

Nalanda. Taxila University of 7th century BC was famous for medical studies and a galaxy of eminent teachers such as Panini, the well known grammarian, Kautilya, the minister of Chandragupta Maurya, and Charaka, a medical teacher of repute.

Nalanda was the highest learning center not just of India but also of the entire South Asia. Students from foreign countries like China, Japan, Korea used to come here for higher studies. It had around 10,000 students and teachers on its roll cards. The University had eight colleges. And one of the colleges had four-storied building. It was one of the earliest examples of residential cum learning complex.

Vikramshila University. Varanasi was famous for religious teachings. In the South, Kanchi was famous for its studies while the Vallabhi University was no less. Huan Tsang in his records mention the university to be at par with Nalanda and Vikramshila universities.

India had several great minds at work, which contributed in every aspect of life. The concept of zero, decimal and Pythagoras Theorem were all developed here.

As India progressed from ancient to medieval its education system deteriorated. Various factors were responsible for the degradation of this most efficient and most ancient education system of the world.

Present
The present educational system of India is an implantation of British rulers. Wood's Dispatch of 1854 laid the foundation of present system of education in India. Before the advent of British in India, education system was private one. With the introduction of Wood's Dispatch known as Magna Carta of Indian education, the whole scenario changed. The main purpose of it was to prepare Indian Clerks for running local administration. Under it the means of school educations were the vernacular languages while the higher education was granted in English only. British government started giving funds to indigenous schools in need of help and thus slowly some of the schools became government-aided.

Contemplating on the new system which was introduced Mahatma Gandhi expressed his anguish

41

in following words, "I say without fear of my figures being challenged successfully, that today India is more illiterate than it was fifty or a hundred years ago, and so is Burma, because the British administrators, when they came to India, instead of taking hold of things as they were, began to root them out. They scratched the soil and began to look at the root, and left the root like that, and the beautiful tree perished. The village schools were not good enough for the British administrator, so he came out with his program. Every school must have so much paraphernalia, building, and so forth. Well, there were no such schools at all. There are statistics left by a British administrator which show that, in places where they have carried out a survey, ancient schools have gone by the board, because there was no recognition for these schools, and the schools established after the European pattern were too expensive for the people, and therefore they could not possibly overtake the thing. I defy anybody to fulfill a program of compulsory primary education of these masses inside of a century. This very poor country of mine is ill able to sustain such an expensive method of education. Our state would revive the old village schoolmaster and dot every village with a school both for boys and girls. "

Today education system in India can be divided into many stages.

y

Pre- Primary - It consists of children of 3-5 years of age studying in nursery, lower kindergarten and upper kindergarten. At this stage student is given knowledge about school life and is taught to read and write some basic words.

Primary - It includes the age group of children of 6-11 years studying in classes from first to fifth.

y y y y

Middle - It consists of children studying in classes from sixth to eighth. Secondary - it includes students studying in classes ninth and tenth. Higher Secondary - Includes students studying in eleventh and twelfth classes. Undergraduate - Here, a student goes through higher education, which is completed in college. This course may vary according to the subject pursued by the student. For medical student this stage is of four and a half years plus one year of compulsory internship, while a simple graduate degree can be attained in three years.

Postgraduate - After completing graduation a student may opt for post graduation to further add to his qualifications.

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Education Governing Bodies

y

The Central Board of Secondary Education (CBSE): This is the main governing body of education system in India. It has control over the central education system. It conducts exam and looks after the functioning of schools accredited to central education system.

The Council of Indian School Certificate Examination (CISCE): It is a board for Anglo Indian Studies in India. It conducts two examinations 'Indian Certificate of Secondary Education' and 'Indian School Certificate'. Indian Certificate of secondary education is a k-10 examination for those Indian students who have just completed class 10th and Indian school certificate is a k-12 public examination conducted for those studying in class 12th.

The State Government Boards: Apart from CBSE and CISCE each state in India has its own State Board of education, which looks after the educational issues.

The National Open School: It is also known as National Institute of Open Schooling. It was established by the Government Of India in 1989. It is a ray of hope for those students who cannot attend formal schools.

The International School: It controls the schools, which are accredited to curriculum of international standard.

Elementary Education According to the Constitution of India, elementary education is a fundamental right of children in the age group of 6-14 years. India has about 688,000 primary schools and 110,000 secondary schools. According to statistics two third of school going age children of India are enrolled in schools but the figures are deceptive as many don't attend schools regularly. At least half of all students from rural area drop out before completing school. The government has rolled out many plans to increase the percentage of elementary education. The plans such as 'Sarva Siksha Abhiyan (SSA), District Primary Education Program (DPEP), Operation Blackboard, Mid Day Meal have been successful to great extent.

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Sarva Siksha Abhiyan (SSA) The main goal of this program is that all children of 6-11 years of age should complete primary education by the year 2007 and all children of 6-14 years of age should complete eight years of schooling by 2010. This plan covers the whole country with special emphasis on girl education and education of Schedule Caste (SC) and Schedule Tribe (ST) children and children with special needs. The SSA centers are mainly opened in those areas, which do not have any school or where schools are very far off. Special girl oriented programs include:
y y y y

Girl education at elementary level. National Program for Education of Girls at Elementary Level (NPEGEL) Kasturba Gandhi Balika Vidyalaya (KGBV) Mahila Samakhya Scheme

District Primary Education Program This program was launched in 1994 with the objective of universalization of primary education. Its main features are Universal Access, Universal Retention and Universal Achievement. It aims that the primary education should be accessible to each and every child of school going age, once a child is enrolled in school he/ she should be retained there. The final step is achievement of the goal of education. The main components of this program are:
y y y y y

Construction of classrooms and new schools Opening of non-formal schooling centers Setting up early childhood education centers. Appointment of teachers. Providing education to disabled children.

The program has been successful to the large extent as 1,60,000 schools and 84,000 alternative schools have been opened under this program. And work is going on for the construction of new buildings of 52,758 schools. 4,20,203 disabled students have been successfully enrolled into the schools.

44

Operation Blackboard It was started in 1987-88. The aim of this program is to improve human and physical resource availability in primary schools of India. According to this program every primary school should have at least two rooms, two teachers and essential teaching aids like blackboard, chalk, duster etc.

National Bal Bhavan The National Bal Bhavan was opened with the aim of developing overall personalities of children of all strata of society irrespective of their caste, creed, religion and gender. It supplements school education by helping children to learn in play way and natural environment.

Other important endeavors taken up by Indian government for the development of education in India includes:
y y y y

Navodaya Vidyalaya Samiti Kendriya Vidyalaya Sangathan Integrated Education for disabled children National Council of Educational Research and Training

Secondary Education The enrollment at secondary school throughout the country was close to 28 million in 1998-99. Efforts are being made to increase this figure through the implementation of proposed new educational strategies.

Education system in India is making fast progress. The data of students' enrollment at primary and secondary level of school education testifies to it.

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Year 50-51 60-61 68-69 79-80 89-90 99-2000 2000-01 2-Jan 3-Feb 4-Mar

Primary (Lakh person) 192 350 544 716 973 1136 926 1098 1184 1224

Middle (Lakh person) 31 67 125 193 322 421 342 426 457 468

University Education This massive system of higher education in India constitutes of 342 universities (211 State, 18 Central, 95 deemed universities) 13 institutes of national importance, 17,000 colleges and 887 polytechnics. University Grant Commission (UGC), a national body, coordinates and looks after the maintenance of standard of university education in India. The university education in India starts with undergraduate courses. Depending upon the nature of course pursued its duration may vary from three to five and a half years.

Academic Degree Course This undergraduate course in India is of three years' duration. After completing this course student get a Bachelor's degree in the subject studied such as Bachelor of Arts, Bachelor of Commerce or Bachelor of Science.

46

Professional Course There are large numbers of professional courses at the undergraduate level. Student may opt for any of it depending upon their interest and condition of eligibility.

Medical Courses This course at undergraduate level is known as MBBS (Bachelor of Medicine Bachelor of Surgery). It is of four and a half year's duration plus one year of obligatory internship. Various medical colleges conduct entrance examination for admission to this course. An all India level examination is also conducted by CBSE for admission to colleges all over India based over 15% reserved seats.

Engineering Course The bachelor of Engineering (BE) or bachelor of Technology (B Tech) is a four-year course. It has wide range of options.

Management Course In India education in management is one of the most sort out courses. The institutes, which impart education in management, are known as "Business Schools". In India management education is given at two levels, undergraduate and post-graduate. Undergraduate degree courses include BBA, BBS, BBM. Postgraduate degree course is known as MBA (Masters of Business Administration).

47

Distance Education in India Indian Education system offers distance education to those who cannot join regular schools or colleges. National Institute of Open Schooling offers school education through distance learning.

University Education is also offered thorough distance learning. Many college courses like in arts (history, economics, literature, Islamic studies), commerce (finance, banking, accounting) are offered by Indian universities. Apart from these, professional courses in management, mass media, para medical, engineering, law, travel and tourism are also part of distance education in India.

Education Policy The national policy of education (1986) and program of action (1992) lay down the objectives and features of Indian education policy. It includes: Development of International cooperation and peaceful coexistence through education. Promotion of equality. It could be achieved by providing equal access and equal condition of success to children. A common educational structure (10+2+3) for the whole of India. Education for women's equality. The Indian education should be used as a tool to change the status of women in the society. Equalization of SC population with others in the matter of education. This is ensured by giving incentives to parents who send their children to schools, providing scholarship to SC students for higher studies, reservation of seats in institution of higher studies in India, recruitment of SC teachers. Opening of primary schools in tribal area for promotion of education in ST people. Development of curriculum and study material in the language of tribal people.

48
y

Emphasis on the education of minorities. Adult education - Initiation of National Literacy Mission, for teaching illiterate people of age group 15-35. And making them aware of the day-to-day realities of their surroundings. Special emphasis on early childhood care and education by opening up of day care centers, promotion of child focused programs. Increasing the scope of Operation Blackboard for upliftment of standard of primary education in India. Secondary education curriculum should expose the students to differentiated roles of science, the humanities, and social science. Redesigning of courses of higher education to meet the increasing demand of professionalism. Providing enhanced support to the research work in Universities. Efforts to relate ancient Indian knowledge with the contemporary reality. Setting up of Open Universities and Distance Learning centers to promote the goal of education as a life long process. A combined perspective of technical and management education. Minimum exposure to computers and training in their use to be the part of professional education. The All India Council for Technical Education will be responsible for maintenance of norms and standards, accreditation, funding, and monitoring of technical and management education in India. Multiple task performance for teachers such as teaching, research, development of learning resource material, extension and management of the institution.

49
y

Providing teachers a better deal to make education system in India work in proper way, as teachers are the backbone of the system. Providing better facilities to institutions and improved services to students. Development of languages in great deal. Measures to be taken for easy accessibility of books at minimum costs to all sections of students. Strengthening of science education for the development of spirit of inquiry and objectivity in the minds of students. The purpose of examination to be to bring about qualitative improvement in education. It should discourage memorization. Methods of teacher recruitment to be recognized one to ensure merit and objectivity in the system. Overhauling of the system of teacher education and establishment of District Institutes of Education and Training (DIET) to organize courses for elementary school teachers. Reviewing of educational developments by the Central Advisory Board of Education (CABE) Involvement of local communities for school improvement programmes. Review of the implementation of the parameters of the policy every five years, Strengthening the base of pyramid of Indian population for proper development of education system in India.

National Policy of Education (1992) laid down many objectives for the development of education system in India but it has not been successful in achieving all of them. It has specified that the

50

examination system should discourage the memorizing but it is what is going on. The education in India seems to encourage rote learning instead of experimentation and questioning. There is some disparity in assessment as all the State Boards have different standards of evaluation. The reservation on the basis of caste and religion is also a negative point in Indian education. Corruption is visible in the allocation of seats of institutions of higher studies and student politics is another sore point. These are some of the issues, which need to be worked upon.

Though there are disparities between the objectives and their implementation in education but still education system in India has come a long way and will continue to improve in the future.

Some important facts about Indian education: Ayurveda is the earliest school of medicine known to the world and 'charaka' is known as the father of Ayurveda. He developed this system some 2500 years back. Takshila was the first university of world established in 700 B.C. Nalanda University, built in 4 AD, was considered to be the honor of ancient Indian system of education as it was one of the best Universities of its time in the subcontinent. Indian language Sanskrit is considered to be the mother of many modern languages of world. Place value system was developed in India in 100 B.C. India was the country, which invented number system. Aryabhatta, the Indian scientist, invented digit zero. Trigonometry, algebra and calculus studies were originated in India.

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Chapter 3 Research Methodology

Research Design
Research is a structured enquiry that utilizes acceptable scientific methodology to solve problems and create new knowledge that is generally applicable. Scientific methods consist of systematic observation, classification and interpretation of data.

Although we engage in such process in our daily life, the difference between our casual day- today generalisation and the conclusions usually recognized as scientific method lies in the degree of formality, rigorousness, verifiability and general validity of latter.

Research is a process of collecting, analyzing and interpreting information to answer questions. But to qualify as research, the process must have certain characteristics: it must, as far as possible, be controlled, rigorous, systematic, valid and verifiable, empirical and critical.

Type of Research
The study was object oriented so the type of research was Descriptive research. Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how... Although the data description is factual, accurate and systematic, the research cannot describe what caused a situation. Thus, Descriptive research cannot be used to create a causal relationship, where one variable affects another. In other words, descriptive research can be said to have a low requirement for internal validity. Descriptive research is used to obtain information concerning the current status of the phenomena to describe "what exists" with respect to variables or conditions in a situation. The

52

methods involved range from the survey which describes the status quo, the correlation study which investigates the relationship between variables, to developmental studies which seek to determine changes over time. Statement of the problem

y Identification of information needed to solve the problem y Selection or development of instruments for gathering the information y Identification of target population and determination of sampling procedure y Design of procedure for information collection y Collection of information y Analysis of information y Generalizations and/or predictions

This research is the most commonly used and the basic reason for carrying out descriptive research is to identify the cause of something that is happening.

Types of Data
y Primary Data : The data which is collected for the first time, So in this research method of primary data collection is survey method. Questionnaire tools has been used for this research. y Secondary Data : The data which have already been collected and analysed by someone else. So, in this research, books, newspapers, magazines, websites and journals have been used to collect the secondary data.

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Sample Design:

Sample Unit:

Employees working in Education Industry (Management and Engineering Colleges)

Sample Area:

Jaipur

Sample Size:

70 respondents

Sampling Method:

Non-Probability Sampling

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Chapter 4 Data Analysis & Interpretation

Q. 1 Type of College (Engineering or Management)

45 50 40 30 20 10 0 Engineering Management 25

Q. 1 Do you pay equal remuneration to both male and female employees?

55 60 50 40 30 20 10 0 Yes No 15

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Q. 2 Does your organization follow Maternity Benefit Act, Payment of Wages Act and Payment of Minimum Wages Act?

51 60 50 40 30 20 10 0 Yes No 19

Q. 3 Does your Organization make deduction to all employees as per ESI Act?

65 70 60 50 40 30 20 10 0 Yes No

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Q.4 Do you think that all the rules laid down on above mentioned Act is employer and employee friendly?

47 50 40 30 20 10 0 Yes No 23

Q.5 What is the amount of Bonus you usually pay to your employees?

30 25 20 15 10 5 0 Rs.500 Rs.1000 3 16

26 20

Rs.1500

Rs.2000

Rs.5000

57

Q. 6 Do you think that there should be only 5 days working or the daily working hours should not exceed 6 hours or 48 hours in a week?

39 40 35 30 25 20 15 10 5 0 Yes No 31

Q. 7 Apart from the salary, what other benefits you provide to your employees?

20 20 18 16 14 12 10 8 6 4 2 0 Leaves 16 16 13

Sickness Benefit

Foreign Travel Educational Concession Trip

Rent Allowance

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Q 8 What is the maximum duration any employee stay in your organization?

30 25 20 15 10 5 0

26 20 15

6 3

6 Hours

7 Hours

8 Hours

9 Hours

10 Hours

Q 9 Does your organization pay on the basis of VIth pay scale?

45 50 40 30 20 10 0 Yes No 25

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Q 10 Please mention the various employee welfare programme in your organization beside of those made compulsory

26 30 25 20 15 10 5 0 15 5 6 18

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Chapter 5 Findings & Suggestions

Findings :

1. Majority of the respondents are having the experience in between 1-3 years and poor percentage of employees are having above 5 years experience in this organization.

2. In my study, poor percentages of employees are of PG holders and the remaining majority people are having less than SSLC as their educational qualifications.

3. Majority of the employees are female and most of the respondents belonging to employee category than staff.

4. Most of the employees are getting basic salaries below 5,000 and a minor part of the employees getting their basic as above 30,000.

5. Employee attitude is positive towards canteen facilities, large number of employees is agreed that it is good and a few numbers response is towards poor.

6. Employee response is negative towards pick & drop facility, which is provided by the company. Only one shift of employees is benefited with pick & drop and the remaining two shifts were not having bus facility.

7. 92% of the respondents are satisfied with the safety measures which are provided by the company and the remaining 8 % said that they were not satisfied.

8. More than 58% of the workers are not aware of ESI benefits and minor part of the workers felt that ESI benefits are good.

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9. Most of the respondents attitude is bonus will be announced on the companys profitability and it had been announced once in a year.

10. Majority (80%) of the employees satisfied with the peers and superiors behaviors and 20 % of the respondents were not satisfied.

11. 40% of the employees were well known about the loans and advances issued by the company and they were utilizing them, 29% are not utilizing them and the remaining 31% were not know about the loans and advances in the organization.

12. 65% of the respondents in the organization are satisfied with their salaries and the remaining 35% were not satisfied with the salaries.

13. In my study, 57% of respondents attitude is positive in the case of companys infrastructure and the remaining 43 % respondents attitude is negative.

14. Majority of the respondents job satisfaction falling in between 50%-75% and a minor part of the respondents job satisfaction is up to 100%.

Suggestions :

Faculty development: Non availability of adequate proficient faculty is a major constraint for sustainable growth of quality management education in India. An autonomous, financially sound and academically credible institute with active support from the leading management institutes, industry and Government should be set up for faculty development. Standards for curriculum covering the entire spectrum need to be set. Active involvement of faculty in training, conferences, industry engagement and curriculum revision should be encouraged. Given the current demand-supply gap, additional faculty would need to be attracted by appropriate incentives.

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Sensitize management education to our unique socio-cultural situation by including India specific case studies in the curriculum, reflecting our diversity and incorporating traditional wisdom.

Integrate management with other knowledge sources and increase research funding for management and supporting disciplines. With globalization, the need for management education to pursue a wider scope and realise a more wholesome impact on society has increased. Management departments in universities should therefore draw upon knowledge sources in other departments.

Revamp the existing Bachelors degree in management, the Bachelors in Business Administration, to cater to the burgeoning need of management graduates. Compulsory apprenticeship in organizations and study of under managed sector areas should be included as part of the program. The current text bookish nature of the curriculum is not sufficient to prepare students for junior management levels.

The key focus of the governing board should be to continuously improve quality of education and research. For this purpose, they would have to maximise the resource/fund inflows and allocate/spend them purposively and efficiently. The Board should encourage faculty to publish in reputed journals and publications, obtain regular feedback from students on teaching-learning process, obtain recruiter feedback for improving quality, institutionalize faculty evaluation and management system and encourage faculty to write India based case studies.

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Chapter 6 Conclusion

From the conclusion point of view, I wish to summarize regarding my project undertaken in different education institutes as a great work and experience achieved under an Indian education industry. Several objectives were taken into consideration :

1. To know the satisfaction level towards the behaviors of peers and superiors. 2. To study the level of satisfaction towards his salary and also other benefits which are provided by the organization? 3. To study the ESI facilities and safety measures which are provided by the organizations? 4. To suggest the institutes about the measures to be taken for more employee satisfaction.

While analyzing the various determinants of job satisfaction, we have to keep in mind that: all individuals do not derive the same degree of satisfaction though they perform the same job in the same job environment and at the same time. Therefore, it appears that besides the nature of job and job environment, there are individual variables which affect job satisfaction thus all those factors which provide a fit among individual variables, nature of job, and the situational variables determine the degree of job satisfaction.

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Chapter 7 Bibliography

Education Journal - 2008 Employee Resource Magazine 2006,2007,2008

Web: http://www.scribd.com http://www.google.co.in http://www.edunext.com http://www.onlinejournals.co.in http://en.wikipedia.org